Top Senior HR Jobs in Chicago, IL

Lead a global HR Quality Assurance team to set quality strategy, standards, SOPs and KPIs across Employee Help and Employee Relations. Manage analysts, capacity planning, calibration, reporting, and stakeholder engagement to reduce operational risk, drive quality improvements, and identify automation opportunities.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

Partner with North America Supply Chain leadership to provide strategic HR consultation on workforce planning, talent management, succession, change leadership, employee relations, and HR program implementation. Coach leaders, collaborate with COEs, drive HR metrics and engagement, support leadership development, and ensure compliance and effective HR operations across plants and warehouses.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

The Human Resources Director will lead HR initiatives, drive employee development, manage compliance, and advise leadership across multiple locations for Nexstar's business strategy.

Provide strategic HR partnership to senior leaders across an Area of Responsibility, delivering organization design, workforce planning, succession, compensation, engagement, and change-management initiatives. Use analytics and storytelling to align talent strategies to business outcomes, lead complex cross-functional programs, and influence executive decision-making to drive organizational effectiveness and growth.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Manage end-to-end HR operations including data entry, auditing HRIS, onboarding communications, new-hire documentation (I-9s, background checks), recurring and ad-hoc reporting, interview scheduling, SOP maintenance, and employee-facing HR support to ensure compliance and a positive employee experience.

The Sr. HR Business Partner is a strategic advisor to the sales force, overseeing HR practices and processes, including staffing, performance management, and employee relations, to enhance organizational effectiveness and culture.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Serve as HR Business Partner to Chicago Booth leaders, leading workforce planning, talent management, compensation, employee/labor relations, organizational design, change initiatives, and HR analytics. Coach leaders, manage hiring and onboarding, resolve complex workplace issues, and support school-wide HR programs and policy compliance.

Lead HR as senior business partner across multiple locations, driving talent acquisition, workforce and succession planning, leadership development, employee and labor relations, performance and compensation processes, change initiatives, and mentoring the HR team to achieve business results in a manufacturing/unionized environment.

Lead HR service delivery for nonprofit clients: manage HR generalist teams, advise on employee relations, compliance, union matters, talent and performance, run complex projects, optimize HR systems and SOPs, and maintain strong client relationships.

Lead HR technology strategy and a team to build scalable HR data and analytics platforms. Oversee Workday, ServiceNow, Phenom, Cornerstone, Anaplan, and data management (Databricks, Mango, SQL). Drive automation, AI adoption, governance, vendor management, cross-functional alignment, and workforce analytics to improve workforce planning, retention, engagement, and performance.

Manage employee relations, conduct investigations, and ensure multi-state employment law and leave/ADA compliance. Coach managers, execute HR programs and training, maintain audit-ready personnel records, support Culture Committee initiatives, and identify process or compliance risks for escalation.

The Strategic Human Resources Leader develops people strategies aligned with business goals, supports talent management and performance, and fosters a high-performing culture to drive growth and innovation.

The Strategic HR Business Partner collaborates with leaders to develop talent strategies, enhance performance, and foster an inclusive culture while analyzing workforce data and managing HR initiatives.

Partner with business leaders to set people strategy and execute HR programs across ~50 branches and 700 employees. Drive organizational design, talent acquisition, performance management, change initiatives, retention strategies, employee relations, and coaching. Lead HR team development and translate data into actionable insights. Travel ~25-30%.

Lead HR technology initiatives with emphasis on Workday HCM. Consult with HR and business stakeholders to design, configure, test, and deploy Workday solutions, advise on HR process and security, analyze system impacts, and support change management and post-deployment stabilization.

Serve as primary HR advisor to senior leaders, driving talent strategy, workforce planning, org design, change management, succession and high-risk ER cases. Influence executives, align HR COEs to business needs, lead HR initiatives, and improve HR Consulting capabilities across assigned business units.

Lead HR strategy and partner with business leaders to drive talent acquisition, leadership development, employee relations, compliance, and HR program alignment. Coach a direct report and front-line leaders, manage HRIS initiatives, support organizational design, succession planning, and deliver HR solutions to meet business objectives.

Partner with leadership to coach managers on performance and org planning, apply HR policies, lead cross-functional HR initiatives, support recruitment and career development, and analyze HR data to inform business decisions for assigned corporate teams.

The Director of HR will manage HR functions such as benefits, performance management, compliance, and employee on/off-boarding. The role demands strong interpersonal skills, detailed knowledge of HR policies, and experience in a fast-paced environment.